This Associate of Science (A.S.) degree in Labor and Employment Relations permits students to und... more This Associate of Science (A.S.) degree in Labor and Employment Relations permits students to undertake a study of work and the employment relationship in the context of a liberal arts education. An introductory foundation of theoretical and professional knowledge is provided through a multidisciplinary approach. The degree draws on the perspectives of disciplines such as industrial relations, economics, history, law, sociology, and psychology.
Employee Responsibilities and Rights Journal, Jan 13, 2020
In the 2016 presidential election, Donald Trump received crucial support from white male workers ... more In the 2016 presidential election, Donald Trump received crucial support from white male workers without college educations, many of whom were attached to labor unions. That demographic traditionally favored Democratic candidates in political contests. During his first two years in office, Trump enacted policies which primarily benefitted higher income earners and disadvantaged the middle class. The consequences of those policies, and the political appointees nominated to implement them, will have adverse consequences for labor enduring beyond Trump’s tenure in office.
Page 1. Law and Policy Raymond L. Hogler Page 2. Page 3. Page 4. Page 5. The Employment Relations... more Page 1. Law and Policy Raymond L. Hogler Page 2. Page 3. Page 4. Page 5. The Employment Relationship Law and Policy Raymond L. Hogler Colorado State University ARDSLEY HOUSE PUBLISHERS, INC., NEW YORK Page 6. ...
Purpose The purpose of this paper is to examine the development of employee representation system... more Purpose The purpose of this paper is to examine the development of employee representation systems in the USA from the Ludlow Massacre of 1914 up to the events in 2015 at the Volkswagen plant in Chattanooga, Tennessee. The study begins with the strike at the Colorado Fuel and Iron Corporation which led to the deaths of several women and children. In the aftermath of Ludlow, John D. Rockefeller, Jr, visited the mines in 1915 and persuaded workers that an internal employee representation plan would serve their interests better than an outside trade union. Rockefeller’s influence shaped American industrial relations until the passage of the National Labor Relations (Wagner) Act in 1935, when company unions were outlawed. The ongoing decline of unions and collective bargaining has prompted academic speculation that a return to internal workplace committees might lead to a rejuvenated labor movement in the USA. Design/methodology/approach The study uses both archival materials and secondary sources to construct a narrative of one important element of industrial relations. It explains Wagner’s ban on company unions as a component of his economic agenda. Company unions provided a voice for a firm’s workers, but Wagner believed they were powerless to redistribute corporate wealth. The decline of American unions is so profound that they no longer serve an economic role in our capitalist system, but workers’ voice in the workplace remains an important consideration. Findings The key finding of this paper is that employee representation plans are not merely an industrial relations anachronism but continue to be relevant to today’s workplace. The paper compares an influential representation plan developed in 1914 by John D. Rockefeller, Jr, to current schemes of representation and argues that labor law should be modified to permit modern versions of the older “company unions”. Researchlimitations/implications Works councils play a crucial role in European labor relations, and they could do so in America if labor laws were modified to permit it. An exposition of the deep historical context of representation helps to legitimate the concept. Future research into specific cases, including an international perspective, would add to an understanding of the benefits and costs of representation. Originality/value The originality of this paper is its combination of a historical event and a contemporary case study that brings together a theme present in managerial history for over a century. By emphasizing the aims of Rockefeller, Jr. in 1914 and the objectives of the Volkswagen Company in 2014 in establishing a participatory workplace, we gain a long-term framework through which to evaluate a particular managerial technique. The paper also suggests ways to bring our labor laws into conformance with the idea of employee representation.
Enacted during a period of social upheaval in the U.S., Title VII of the Civil Rights Act of 1964... more Enacted during a period of social upheaval in the U.S., Title VII of the Civil Rights Act of 1964 outlawed discrimination based on race, national origin, religion, and sex. Congressional debates on the bill were protracted and contentious, reflecting deep disagreement about civil rights laws (Levy, 1998). Significantly, the initial draft of Title VII contained no reference to "sex" as a protected classification. Conservative legislators opposed to the statute offered an amendment on the floor of the House as a procedural technique to delay passage of Title VII. However, Democratic leaders such as Representative Celler of New York and others, including several women members of the House, opposed the change on the grounds that it detracted from the bill's primary focus on race. The House accepted the amendment by a vote of 168 in favor and 133 against (Congressional Record, 1964: 25772584), with Senate approval following soon thereafter. Because the legislative history offered no definitive guide to Congress's intention, the legal rules against sex discrimination have been established primarily through a process of litigation (Achampong, 1999). In two 1998 cases dealing with hostile working environments, the U.S. Supreme Court set forth principles which permit employers to avoid monetary liability for some acts which do not have tangible job effects on the victims but which nevertheless may violate the provisions of Title VII (Faragher v. City of Boca Raton, 1998; Burlington Industries v. Ellerth, 1993). Some commentators regard the Court's opinions as a sound interpretation of an otherwise ambiguous area of the law (e.g., Hunt, 1999). Despite adding some stability to unsetled doctrine, the Court's pronouncements do little to develop a coherent foundation for its treatment of workplace misconduct involving sexual behavior. Most importantly, the Court offers no theoretical or empirical rationale for its conclusions about the effectiveness of personnel procedures in deterring illegal activities. This article analyzes the development of sexual harassment jurisprudence from a perspective of regulatory policy and industrial/ organizational (IO) psychology. It begins by considering the Congressional purpose underlying Title VII's anti-discrimination provisions. From that starting point, we examine how the legal concept of "sexual harassment" has evolved in an ad hoc fashion through Supreme Court decisions. We then turn to a body of research in IO psychology dealing with workplace justice systems and propose hypotheses about the ways in which those systems might moderate the consequences of a hostile working environment. We present empirical findings from a study that analyzed how groups of women perceived situations of sexual conduct. (1) The article then discusses the linkages between managerial techniques such as justice procedures and the laws regulating the sexual behavior of individual employees at work. Our conclusion is that the use of organizational justice procedures should be encouraged by app ropriate legal policies. THE EVOLVING DIMENSIONS OF "HOSTILE WORK ENVIRONMENT" AS A LEGAL CONCEPT Even though the concept of "sex" discrimination lacked a well-defined legislative gloss, the overall objective of Title VII points to an interpretive approach based on workers' economic interests. The statute from its inception was aimed at improving the economic condition of protected groups and not their social status. Congress repeatedly affirmed during its debates that the basic goal of the law was to give disadvantaged classes equal opportunity to participate in labor markets (United Steelworkers of America v. Weber, 1979). The Equal Employment Opportunity Commission (EEOC) recognized early on that managerial decisions affecting an individual's wages, hours, and working conditions, when accompanied by requests for sexual favors, violated the law. …
Employee Responsibilities and Rights Journal, Feb 14, 2013
This article offers a theoretical framework and empirical analysis for explaining regional differ... more This article offers a theoretical framework and empirical analysis for explaining regional differences in the United States between culture, trust, and ethical behaviors in workplaces. Drawing on a branch of behavioral economics that uses “cultural cognition” to describe social factors influencing values and ethical decision making, we argue that an orientation toward a hierarchical or individualistic view of society erodes levels of generalized trust. A lack of generalized trust among citizens and workers is associated with employers’ illegal activity to impede union organizing activity, which we define as a violation of ethical standards. We tested our model at the US state level of analysis and found that trust mediates the relationship between social values of hierarchy and unfair labor practices. To conclude, we suggest connections between the theory and its implications for the impact of culture on a firm’s responses to workers’ exercise of their rights of collective action.
This Associate of Science (A.S.) degree in Labor and Employment Relations permits students to und... more This Associate of Science (A.S.) degree in Labor and Employment Relations permits students to undertake a study of work and the employment relationship in the context of a liberal arts education. An introductory foundation of theoretical and professional knowledge is provided through a multidisciplinary approach. The degree draws on the perspectives of disciplines such as industrial relations, economics, history, law, sociology, and psychology.
Employee Responsibilities and Rights Journal, Jan 13, 2020
In the 2016 presidential election, Donald Trump received crucial support from white male workers ... more In the 2016 presidential election, Donald Trump received crucial support from white male workers without college educations, many of whom were attached to labor unions. That demographic traditionally favored Democratic candidates in political contests. During his first two years in office, Trump enacted policies which primarily benefitted higher income earners and disadvantaged the middle class. The consequences of those policies, and the political appointees nominated to implement them, will have adverse consequences for labor enduring beyond Trump’s tenure in office.
Page 1. Law and Policy Raymond L. Hogler Page 2. Page 3. Page 4. Page 5. The Employment Relations... more Page 1. Law and Policy Raymond L. Hogler Page 2. Page 3. Page 4. Page 5. The Employment Relationship Law and Policy Raymond L. Hogler Colorado State University ARDSLEY HOUSE PUBLISHERS, INC., NEW YORK Page 6. ...
Purpose The purpose of this paper is to examine the development of employee representation system... more Purpose The purpose of this paper is to examine the development of employee representation systems in the USA from the Ludlow Massacre of 1914 up to the events in 2015 at the Volkswagen plant in Chattanooga, Tennessee. The study begins with the strike at the Colorado Fuel and Iron Corporation which led to the deaths of several women and children. In the aftermath of Ludlow, John D. Rockefeller, Jr, visited the mines in 1915 and persuaded workers that an internal employee representation plan would serve their interests better than an outside trade union. Rockefeller’s influence shaped American industrial relations until the passage of the National Labor Relations (Wagner) Act in 1935, when company unions were outlawed. The ongoing decline of unions and collective bargaining has prompted academic speculation that a return to internal workplace committees might lead to a rejuvenated labor movement in the USA. Design/methodology/approach The study uses both archival materials and secondary sources to construct a narrative of one important element of industrial relations. It explains Wagner’s ban on company unions as a component of his economic agenda. Company unions provided a voice for a firm’s workers, but Wagner believed they were powerless to redistribute corporate wealth. The decline of American unions is so profound that they no longer serve an economic role in our capitalist system, but workers’ voice in the workplace remains an important consideration. Findings The key finding of this paper is that employee representation plans are not merely an industrial relations anachronism but continue to be relevant to today’s workplace. The paper compares an influential representation plan developed in 1914 by John D. Rockefeller, Jr, to current schemes of representation and argues that labor law should be modified to permit modern versions of the older “company unions”. Researchlimitations/implications Works councils play a crucial role in European labor relations, and they could do so in America if labor laws were modified to permit it. An exposition of the deep historical context of representation helps to legitimate the concept. Future research into specific cases, including an international perspective, would add to an understanding of the benefits and costs of representation. Originality/value The originality of this paper is its combination of a historical event and a contemporary case study that brings together a theme present in managerial history for over a century. By emphasizing the aims of Rockefeller, Jr. in 1914 and the objectives of the Volkswagen Company in 2014 in establishing a participatory workplace, we gain a long-term framework through which to evaluate a particular managerial technique. The paper also suggests ways to bring our labor laws into conformance with the idea of employee representation.
Enacted during a period of social upheaval in the U.S., Title VII of the Civil Rights Act of 1964... more Enacted during a period of social upheaval in the U.S., Title VII of the Civil Rights Act of 1964 outlawed discrimination based on race, national origin, religion, and sex. Congressional debates on the bill were protracted and contentious, reflecting deep disagreement about civil rights laws (Levy, 1998). Significantly, the initial draft of Title VII contained no reference to "sex" as a protected classification. Conservative legislators opposed to the statute offered an amendment on the floor of the House as a procedural technique to delay passage of Title VII. However, Democratic leaders such as Representative Celler of New York and others, including several women members of the House, opposed the change on the grounds that it detracted from the bill's primary focus on race. The House accepted the amendment by a vote of 168 in favor and 133 against (Congressional Record, 1964: 25772584), with Senate approval following soon thereafter. Because the legislative history offered no definitive guide to Congress's intention, the legal rules against sex discrimination have been established primarily through a process of litigation (Achampong, 1999). In two 1998 cases dealing with hostile working environments, the U.S. Supreme Court set forth principles which permit employers to avoid monetary liability for some acts which do not have tangible job effects on the victims but which nevertheless may violate the provisions of Title VII (Faragher v. City of Boca Raton, 1998; Burlington Industries v. Ellerth, 1993). Some commentators regard the Court's opinions as a sound interpretation of an otherwise ambiguous area of the law (e.g., Hunt, 1999). Despite adding some stability to unsetled doctrine, the Court's pronouncements do little to develop a coherent foundation for its treatment of workplace misconduct involving sexual behavior. Most importantly, the Court offers no theoretical or empirical rationale for its conclusions about the effectiveness of personnel procedures in deterring illegal activities. This article analyzes the development of sexual harassment jurisprudence from a perspective of regulatory policy and industrial/ organizational (IO) psychology. It begins by considering the Congressional purpose underlying Title VII's anti-discrimination provisions. From that starting point, we examine how the legal concept of "sexual harassment" has evolved in an ad hoc fashion through Supreme Court decisions. We then turn to a body of research in IO psychology dealing with workplace justice systems and propose hypotheses about the ways in which those systems might moderate the consequences of a hostile working environment. We present empirical findings from a study that analyzed how groups of women perceived situations of sexual conduct. (1) The article then discusses the linkages between managerial techniques such as justice procedures and the laws regulating the sexual behavior of individual employees at work. Our conclusion is that the use of organizational justice procedures should be encouraged by app ropriate legal policies. THE EVOLVING DIMENSIONS OF "HOSTILE WORK ENVIRONMENT" AS A LEGAL CONCEPT Even though the concept of "sex" discrimination lacked a well-defined legislative gloss, the overall objective of Title VII points to an interpretive approach based on workers' economic interests. The statute from its inception was aimed at improving the economic condition of protected groups and not their social status. Congress repeatedly affirmed during its debates that the basic goal of the law was to give disadvantaged classes equal opportunity to participate in labor markets (United Steelworkers of America v. Weber, 1979). The Equal Employment Opportunity Commission (EEOC) recognized early on that managerial decisions affecting an individual's wages, hours, and working conditions, when accompanied by requests for sexual favors, violated the law. …
Employee Responsibilities and Rights Journal, Feb 14, 2013
This article offers a theoretical framework and empirical analysis for explaining regional differ... more This article offers a theoretical framework and empirical analysis for explaining regional differences in the United States between culture, trust, and ethical behaviors in workplaces. Drawing on a branch of behavioral economics that uses “cultural cognition” to describe social factors influencing values and ethical decision making, we argue that an orientation toward a hierarchical or individualistic view of society erodes levels of generalized trust. A lack of generalized trust among citizens and workers is associated with employers’ illegal activity to impede union organizing activity, which we define as a violation of ethical standards. We tested our model at the US state level of analysis and found that trust mediates the relationship between social values of hierarchy and unfair labor practices. To conclude, we suggest connections between the theory and its implications for the impact of culture on a firm’s responses to workers’ exercise of their rights of collective action.
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